Overtime Pay For “Off The Clock” Work

WASHINGTON D.C — If you are you required to work “off the clock” by your employer, this can be a violation of federal overtime pay laws. Companies try to cheat employees out of overtime wages by classifying work as “off the clock.” This really that you are doing your job but not being credited for time worked. In most circumstances, this is a violation of federal overtime pay laws and you do have legal recourse to recoup the pay you are rightfully owed from your past or present employer.

The Fair Labor Standards Act (FLSA) requires that covered non-exempt employees be paid at least the minimum wage for hours worked. When companies require or permit its employees to work “off-the-clock,” they violate the FLSA because the hourly rate, when divided by the all hours work can either fall below the minimum wage or prevent the payment of all the overtime worked at the rate of 1.5 time the regular rate of pay.

There are numerous factors that determine how “off-the-clock” work violates the FLSA. Additionally, some states may have their own overtime pay laws that may be slightly different from the FLSA with respect to “off-the-clock” work. Our experienced overtime pay lawyers will determine if you are entitled to overtime wages based upon your job description, job duties, rate of pay, and number of hours worked. There are strict time deadlines for filing lawsuits so it is essential that you contact an attorney immediately.

To determine whether you are eligible for filing an off-the-clock overtime wage claim, contact our experienced Overtime Pay Lawyers at (855) 754-2795 for a Free Consultation to discuss your case or complete the Free Unpaid Overtime Case Review Form on this page. We will discuss your situation and determine if you have a claim. If you are owed unpaid wages, we will represent you under our No Fee Promise, which means there are never any legal fees or costs unless you receive a settlement.

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We are unpaid overtime pay lawyers handling cases for employees who have been not been paid or denied their overtime wages by their employer. We also handle wage and hour lawsuits and minimum wage cases. Our legal team networks with law firms throughout the United States to file individual lawsuits and overtime pay class action lawsuits against companies in Alabama, Alaska, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, and Wyoming.